MRC pay and grading structure - UCU

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Pay and grading proposal11.2 Work reviewing band 2 is not new at the MRC and working groups have been set upin the past to try to resolve the issues within the band 2 scale.11.3 Staff in Band 2 will be distributed between band 2 and band 1.11.4 Many of those currently in Band 1 will move onto Senior Contract Pay. SeniorContract Pay (SCP) will start at £100,000 upwards, this aligns with the BISgovernance requirements for those earning over £100,000.Future workFollowing agreement of the new structure, an exercise will be undertaken to providegreaterclarity on the use of the new bands 2, 1 and SCP. This will involve furtherconsultation with key MRC stakeholders and external job evaluation sources.Issued: 1 st September 2011 Page 6 of 27Version 2.2
Pay and grading proposalD. Job evaluation12. Job evaluation and the new structures12.1 Currently research support, technical and administrative roles are evaluated throughthe JEGS (Job Evaluation Grading Scheme) system of evaluation. Although scientificposts are not evaluated through JEGS, an initial evaluation took place of these rolesso that generic band profiles are used for these roles.12.2 The backbone of the current structure is based in JEGS and this provides a degree ofassurance that the MRC bands as they stand are based on a fair evaluation systemtherefore employees will not be evaluated upon mapping to the new structure.13. Research support, technical and administrative roles13.1 JEGS will continue to be used for research support, technical and administrativeroles in the new structure.Future workTo enable job evaluation to be run more smoothly a number of actions will beworked on through development of the project:Corporate HR will develop a library of JAF forms/job descriptions for roles thathave already been evaluated. This may enable HR/managers to see whether therole has effectively been evaluated already and therefore speed up recruitmentprocesses;The existing band descriptors will be further developed to provide moreinformation for managers on what is expected at each different band;Generic role profiles will be developed for roles that are present consistentlyacross the MRC, these will enable a first step matching process to take place;All of these will be developed in consultation with relevant MRC stakeholdersincluding MRC management, MRC Trade Unions and relevant staff groups and willbe accessible in a special section on the MRC portal/KnowledgeBase asappropriate.14. Scientific roles14.1 Job evaluation will continue to not apply to scientific roles in the new structurehowever a number of actions will be undertaken as part of this project.Future work Transparent promotion criteria for moving between scientific roles/bands will bedeveloped; where appropriate building on the best practice already taking place inthe MRC;These will be developed in consultation with relevant MRC stakeholders includingMRC management, MRC Trade Unions and scientific members of staff and will beaccessible in a special section on the MRC portal/KnowledgeBase as appropriate.Issued: 1 st September 2011 Page 7 of 27Version 2.2
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MRC pay and grading structure - UCU

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